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to be right there in the forest, the hot springs.

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And then you got Fayetteville North of there.

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I'm a huge fan of the movie, Greater.

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Have you seen it?

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Absolutely, yeah.

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Huge fan of the movie, of the story.

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Burlesworth was an incredible guy in a way his life

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kind of ended was pretty sad,

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because he had kind of made it, right?

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He was a true American dream,

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when you think about his story,

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and not a guy that was supposed to make it, right?

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Because just a walk on, not a super athlete

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or anything like that coming out of high school.

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So yeah, it's a fantastic story.

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I love it.

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I'm not one to repeat movies, and that one, man,

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I repeat with my kids, I'll probably repeat that movie

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at least every three to four years of them.

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And it's so cool to see the impact and effect

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that he had on other people's lives, and directly,

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but even through the movie,

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I had never heard the story before.

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I had never known anything about it,

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and the impact that it had on me.

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We have amazing capacities as human beings

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to influence and help others,

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and that's just one really powerful.

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So yeah, that put Arkansas on the map for me.

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I was like, whoa, this is absolutely,

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this is one of the coolest stories in the world.

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So speaking of excellence in leadership, right?

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And personal growth, that's like the example, in my opinion.

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So before we dive in too far into that,

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what are three books or resources that you recommend, Mike,

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for other visionary leaders out there?

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Yeah, so I'm an avid reader, Jackson,

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so for me to pick three is pretty difficult.

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But I often tell people I read my first book

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when I was 23 years old, after high school and college,

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I finally found something I liked to read,

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and Seven Habits of Finally Effective People

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was the first book I ever read.

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And I still pull from that book a lot, right?

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I still peer into that book,

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I still share things about that book.

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It's a gold mine to dive into as a first book.

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Yeah, I mean, it was kind of life-changing for me,

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and it's a 30-year-old book, 30-plus years old now,

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and I'm still surprised when I run across people

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who haven't read it.

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But yeah, it's a fantastic book.

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I'm also a big fan of a lot of,

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well, just personal growth, period,

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and so I'm a fan and follower

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of this guy named Brian Johnson,

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and he's got this community called Heroic,

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so Living Heroic, and he's a student

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of all types of philosophy, stoic philosophy,

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but all books, and he does these things

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called philosopher notes, where he breaks down

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and gives you the biggest things out of books.

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So I listen to, it truly is a community.

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I mean, you can read, you can listen,

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you can watch podcasts,

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you can become a certified heroic coach,

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which I've been through his coaching program,

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but it's a great resource for anybody to be a part of,

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and of course podcasts.

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The podcasts are a great way to listen and learn today,

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and I listen to a lot of Ed Malette is one of,

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he's got a huge podcast,

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but I listen to a lot of different podcasters as well.

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So obviously John Dumas, Entrepreneurs on Fire,

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he's the big one, right?

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And so listening to some of his stuff as well,

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and so I do a lot of business and leadership,

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personal growth.

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I'm also a fan of John Eldridge's Wild at Heart podcast

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as well.

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So, I guess you could say I'm eclectic

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when it comes to personal growth resources

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and those kinds of things,

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but that's where I go.

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And so if you say, what are the resources

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you'd recommend others read or listen to,

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that would probably be the places

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I'd send somebody first.

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That's huge.

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I gotta give a massive shout out as well to John Lee Dumas.

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Are you aware that I had the privilege

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of being behind the scenes on some of his campaigns?

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No, I didn't know that.

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Did not know that.

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Yes, there was a video power marketing shout out

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to Jake Larson as well.

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But yes, when John was launching

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his very first Freedom Journal as a Kickstarter project,

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we ran the YouTube ads for that campaign.

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And man, that guy, I learned so much from him.

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His webinar, right, his live,

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his auto recorder webinar with Russell Brunson.

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That's how I found out about Russell Brunson,

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as well, and started getting all the ClickFunnels stuff.

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And he is a great leader.

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I absolutely love what we learned from him.

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I actually never directly met John in the process.

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So I don't want anybody to think,

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oh, I'm buddies with John.

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No, but I have studied and watched from behind the scenes

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and helped contribute to the campaigns process

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of we gotta optimize this and do it right.

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And I love that he puts his financial reports out there.

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It is the most underutilized resource

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in the podcast industry,

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is you can go and see exactly how John makes his money

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and what he does.

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I see so many podcasters failing to follow that model.

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And I'm like, oh my gosh,

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when are people gonna wake up and look

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at what these people are actually doing

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and how they're making it happen.

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So I'm so grateful for his transparency.

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And wild at heart, I'll take a look at that.

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We had somebody on the show last week, I believe.

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He's here the last week of this week, these go by fast,

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who man was an amazing guest.

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He said he listens to three hours minimum

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of podcasts per day.

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Wow.

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It's like, that's dedication.

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That's putting it in, man.

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I go through stages.

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So I typically listen to podcasts while I'm in the gym.

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I'm hitting the gym five days a week, typically,

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Monday through Friday.

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And so I'll listen to podcast or a book mostly

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when I'm in the gym,

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unless I'm just in a mood where I just need some music.

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I might just turn, I need a little bit more motivation

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sometimes.

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So I turn on some music, but yeah.

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Here it is, we'll give a shout out to him.

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It was Scott Allen of scottallanpublishing.com.

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And there's somebody that I hope you get to connect

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with at some point.

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He's had over 500,000 copies of his books sold worldwide.

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It's awesome.

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And so the reason why I'm highlighting this

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for you visionary leaders out there is if,

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lean into it, just because somebody who's,

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I like books too.

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I like documentaries, I like school.

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I'm not saying anything bad about that.

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But if you have one of those teachers who's like,

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it's not the same as getting out of a book.

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Oh no, it's very much the same.

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There's a lot of power and value in this.

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So if you hear somebody that you admire,

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say I'm dedicating two hours to this process,

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yeah, you can find some dirt and crap in the podcast world.

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But you can also find some extremely valuable wisdom

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and gems in it.

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So let's maximize our opportunities

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to learn, my friends.

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That's what it's all about.

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Mike, anything else you want to add

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before I jump into our break and we

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get ready to dive into excellence in leadership?

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No, I think you're absolutely right.

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One of the things when I'm working with leaders

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and coaching leaders is I really challenge them

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to make personal growth a part of their day.

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And so many leaders think, well, I just

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need to come to work and do my job.

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Well, you can do your job better when

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you make personal growth and spiritual growth

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and physical growth a part of your day.

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Because when we're better, we can help others

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be better as well.

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So I love you promoting the gentleman you just promoted

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and the whole growth phase.

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I think it's super important.

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Absolutely.

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The more we learn, my friends, the more we can learn.

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So my favorite quotes.

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And we'll see you right after this break.

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We'll be diving into leadership and Mike's vision.

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All right.

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Welcome in to Vision Pros Live.

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With Jackson Callum, I'm your show host.

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We'll be doing interviews for visionary entrepreneurs

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and guest leaders who are building

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fantastic visions out there.

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And I'm excited to be here with you today.

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Hey, what's up, everybody?

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Welcome into another episode of Vision Pros Live.

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I'm your show host, Jackson Callum,

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founder and CEO of First Class Business.

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And I'm really excited to have Mike Harbour on today

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because he's a leader that's built with a ton of poise.

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And when we met the first time, I

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got to have some real serious discussions with him

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about leadership in general.

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And I play pretty hardball when it comes

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to getting leaders on the stage.

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You'll notice that some of our episodes are short and sweet.

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And we bring leaders on from all walks of life.

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We're always trying to find new ethical leaders that

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are really out with a servant's heart to help people.

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And then there's these certain types of leaders

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who we bring back.

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We're like, man, we really want to dive

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in deeper with this individual.

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And Mike Harbour is one of those.

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I was like, man, I want to dive in deeper.

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I want to hear what all has built this man to what he's

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been able to accomplish and what he's been able to help others

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accomplish.

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So we'll dive in in just a minute with Mike.

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Before I do, a couple of other resources for you.

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So if you're just joining us, you

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missed like 20 different resources

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we talked about that can fill your well

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and help you with your growth.

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A couple more.

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One, Dave Morrow of Hard2Kill.org.

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One of my favorite realities about live resources,

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meaning people who are living, is

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you can go to the well itself and learn from it.

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Dave's helping 100,000 veterans lose 2 million pounds

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collectively.

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He's got the world's easiest workout.

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He's also got a community driven around this concept

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of personal growth and understanding

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that health is about you got to become healthy in order

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to lose the weight, for instance.

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But a lot of veterans are struggling with suicide

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right now, with depression, with things that are holding them

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back.

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And it's important to get involved

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in a community that can build you up in the right ways.

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He also has this program dedicated

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to the five unhealthy habits that you learn in the military

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that if you kill those habits, they can help bring you back

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to center so you can look good, feel good, and then do good.

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So we love what Dave's up to.

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We're happy to be part of that team, award winning podcaster.

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Check out his podcast as well.

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Then there's Oportunidades de Trabajo para Latinos.

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What the heck did I just say?

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That's opportunities for work for Latinos.

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We have our own program to help Latinos find work.

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And it's a free job training program

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to help them get certified and become digital ambassadors.

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We prefer that term, digital ambassador, over VAs

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because what we see in the market is virtual abuse.

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I'm so sick of seeing entrepreneurs

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who accidentally never take interest in the people who

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are managing their inbox or paying them

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as little as possible.

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We need to appreciate the people that we want to work with.

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So yeah, we do some virtual assistant placements.

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But the most important thing to me

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is helping these virtual assistants realize

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what they're capable of, helping them realize that LinkedIn

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exists, Canva exists, Upwork.

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If you know a Latino leader who would

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be a fit for coming on that podcast

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and inspiring us with their story, that'd be awesome.

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We just interviewed Kike Inglis.

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He's a YouTube influencer with 900,000 subscribers.

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And what's really fun is Louisa interviewed.

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And Louisa had only been with us for six weeks at the time.

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She had never been on a podcast.

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She had never done an interview before.

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She didn't have LinkedIn and background

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in digital marketing.

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And she did a podcast experience way larger than anything

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I've ever done.

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So I look forward to seeing you guys support us

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on opportunities.

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We just launched opportunities for India.

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We also just launched opportunities for the Philippines

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as well.

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We have leaders taking care of those individuals.

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So that's a passion project of mine.

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Thanks for letting me take the time on this mic, by the way.

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This is like a dream come true.

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Then there's the water project.

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The water project's an opportunity

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for all of you to give back with us.

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There's millions of people who do not have access

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to clean drinking water.

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I'm not affiliated with the water project.

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I don't get anything out of it.

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I just know that when I saw and heard about the project,

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I was like, man, I've never been thirsty in my life.

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I don't know what that feels like,

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but I never want to forget.

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There's people out there who don't have access to this.

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So why not use the opportunity to talk about it

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and help others realize, you know what,

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you can do something about this too.

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The water project's unique in that when

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you invest in a particular community,

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even if you give $5, they will then send you

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social media proof or pictures to show you

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that this project actually came to fruition.

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I love the transparency that they act with.

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And when I see this picture of these kids celebrating water,

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like my kids celebrate Christmas Day,

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it reminds me of just how important

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it is to give back to this.

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So if you have the chance to give back to it, awesome.

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If you don't, but you know somebody who might,

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do us a favor, tag that person.

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Maybe they will give back to it.

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And if you have another cause that you'd

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like to see us promote in addition to the water project,

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don't hesitate to drop that in the comments.

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We're not opposed to giving.

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There's 8 billion people in this world who we can help.

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And if we join forces on helping those people,

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then it just raises everybody's opportunities up in life.

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Without further ado, though, Mike Harbor,

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00:13:29,480 --> 00:13:31,880
welcome into Vision Pros Live.

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00:13:31,880 --> 00:13:33,840
Hey, Jackson, thanks so much for having me, man.

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I love what you're doing.

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And that's a big vision you've got yourself.

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I love it.

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I live every day for it.

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So thanks for the honor on that.

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And anybody who wants to get involved, come and join us.

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00:13:44,400 --> 00:13:47,040
So Mike, president of Harbor Resources,

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00:13:47,040 --> 00:13:49,400
tell me a little bit about yourself as we get started.

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I want to ask about your vision and who you're serving.

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00:13:51,800 --> 00:13:55,720
But I want to hear a little bit about your background too.

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00:13:55,720 --> 00:13:57,440
Yeah, thank you, Jackson.

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I kind of fell into leadership development and coaching.

341
00:14:02,600 --> 00:14:06,520
And really, it was because I was hungry for leadership

342
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in my own life.

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I grew up in a pretty violent, abusive, dysfunctional,

344
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dangerous home as a kid and left home looking for leadership,

345
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looking for someone to lead me well.

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And I joined the Army at 22 years old.

347
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And it was there that I really found some leaders,

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00:14:26,080 --> 00:14:29,040
some people who believed in me and then challenged me to grow.

349
00:14:29,040 --> 00:14:33,280
And I mentioned earlier the book Seven Habits of Highly

350
00:14:33,280 --> 00:14:34,040
Effective People.

351
00:14:34,040 --> 00:14:36,120
That was one of my leaders gave me that book, said,

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00:14:36,120 --> 00:14:39,320
Mike, you need to start growing so that you can be who it is

353
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that you say you want to be.

354
00:14:40,960 --> 00:14:44,360
And it's through that and through all the personal growth

355
00:14:44,360 --> 00:14:46,020
that I've done over the last 30 years

356
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that now I get to serve leaders, primarily in the health care

357
00:14:49,040 --> 00:14:49,800
space.

358
00:14:49,800 --> 00:14:52,880
But I do work with leaders outside of health care.

359
00:14:52,880 --> 00:14:55,040
I've got some clients that are in the banking industry

360
00:14:55,040 --> 00:14:57,480
and manufacturing and construction industry as well.

361
00:14:57,480 --> 00:15:04,280
But my real mission is to deliver excellence

362
00:15:04,280 --> 00:15:07,360
in leadership and personal growth and help leaders be

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00:15:07,360 --> 00:15:10,880
really what we're called to be, Jackson.

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And when I say leaders, I mean people

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who are in leadership roles or positions,

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but they haven't really been trained or developed

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to be leaders.

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00:15:17,400 --> 00:15:19,760
And that's really what my passion is,

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00:15:19,760 --> 00:15:23,800
is to help leaders truly live into that position or title

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00:15:23,800 --> 00:15:27,000
of leadership and really be what we're all called to be.

371
00:15:27,000 --> 00:15:28,480
That's awesome.

372
00:15:28,480 --> 00:15:32,740
That is absolutely fantastic because everybody in life

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is a leader, but not everybody embraces that.

374
00:15:37,160 --> 00:15:39,480
Even in the leadership and the coaching space,

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00:15:39,480 --> 00:15:41,720
sometimes people are drawing lines and divisions

376
00:15:41,720 --> 00:15:44,380
related to leadership and saying, well, that person

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00:15:44,380 --> 00:15:46,080
doesn't have such and such diploma.

378
00:15:46,080 --> 00:15:46,800
Well, that's me.

379
00:15:46,800 --> 00:15:49,720
I was a 0.33 GPA kid.

380
00:15:49,720 --> 00:15:51,440
That person doesn't have a certification.

381
00:15:51,440 --> 00:15:53,280
Nope, I don't have a certification.

382
00:15:53,280 --> 00:15:55,560
I've got a blank wall behind me.

383
00:15:55,560 --> 00:15:57,960
And so I never really, I mean, it

384
00:15:57,960 --> 00:16:01,000
was like I was either going to accept that I wasn't a leader

385
00:16:01,000 --> 00:16:02,960
and I'm just meant to not do anything

386
00:16:02,960 --> 00:16:07,240
in life of higher importance or accept that I get

387
00:16:07,240 --> 00:16:08,280
to choose that I'm a leader.

388
00:16:08,280 --> 00:16:09,520
What are your thoughts on that?

389
00:16:09,520 --> 00:16:14,080
How do we inspire more leaders to embrace more people who

390
00:16:14,080 --> 00:16:16,440
don't have the accolades or am I wrong?

391
00:16:16,440 --> 00:16:18,960
And should I not claim the title?

392
00:16:18,960 --> 00:16:21,760
No, you're absolutely right.

393
00:16:21,760 --> 00:16:23,040
And you're speaking my language.

394
00:16:23,040 --> 00:16:27,760
I mean, I often make the joke that I graduated high school

395
00:16:27,760 --> 00:16:30,920
because they were ready to get rid of me.

396
00:16:30,920 --> 00:16:36,320
It was about the lowest GPA you could have to graduate.

397
00:16:36,320 --> 00:16:38,920
And it was recommended that I don't go to college

398
00:16:38,920 --> 00:16:40,360
and I wanted to play baseball.

399
00:16:40,360 --> 00:16:41,240
So that's what I did.

400
00:16:41,240 --> 00:16:43,080
I went to college to play baseball.

401
00:16:43,080 --> 00:16:48,160
And I ended up graduating with a college degree, Jackson.

402
00:16:48,160 --> 00:16:49,700
But I didn't really get an education.

403
00:16:49,700 --> 00:16:51,600
Number one, I wasn't really interested.

404
00:16:51,600 --> 00:16:55,280
I just, I'm hard headed and I wanted

405
00:16:55,280 --> 00:16:56,560
to prove that I could do it.

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00:16:56,560 --> 00:16:59,160
So I've lived a lot of my life trying to prove others wrong.

407
00:16:59,160 --> 00:17:04,280
That I could be something that no one else thought I could be.

408
00:17:04,280 --> 00:17:07,160
But it's funny, my assistant today

409
00:17:07,160 --> 00:17:09,560
was filling out a speaker form for an event

410
00:17:09,560 --> 00:17:11,240
that I'm going to be speaking at.

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00:17:11,240 --> 00:17:13,920
And it had a block asking for my credentials.

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00:17:13,920 --> 00:17:15,760
And she was asking, well, what'd I put here?

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00:17:15,760 --> 00:17:17,240
And I said nothing.

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00:17:17,240 --> 00:17:19,240
I don't have any credentials.

415
00:17:19,240 --> 00:17:21,160
My credentials are my experience,

416
00:17:21,160 --> 00:17:23,000
my 30 years of experience.

417
00:17:23,000 --> 00:17:26,440
I know plenty of people that have all of the letters

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00:17:26,440 --> 00:17:29,360
behind their name, but they can't lead themselves.

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00:17:29,360 --> 00:17:31,440
They can't communicate with other people.

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00:17:33,960 --> 00:17:37,480
And again, not to bash people, but it's

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00:17:37,480 --> 00:17:42,120
leadership is about seeing the best in others

422
00:17:42,120 --> 00:17:45,920
and then being able to draw that out of others.

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00:17:45,920 --> 00:17:47,440
That's what real leadership is.

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00:17:47,440 --> 00:17:51,960
And there's no credential that's going to help you do that.

425
00:17:51,960 --> 00:17:53,720
Now, education is important.

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00:17:53,720 --> 00:17:57,040
And I've already talked about personal development.

427
00:17:57,040 --> 00:17:59,920
There's no education like self-education

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00:17:59,920 --> 00:18:02,240
and self-development and personal growth.

429
00:18:02,240 --> 00:18:05,840
But my education has come from the hundreds and hundreds

430
00:18:05,840 --> 00:18:07,600
and hundreds of books that I've read,

431
00:18:07,600 --> 00:18:09,880
the thousands of people that I've worked with,

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00:18:09,880 --> 00:18:13,360
and the tens of mentors and coaches

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00:18:13,360 --> 00:18:16,280
that I've had in my life along the last 30 years.

434
00:18:16,280 --> 00:18:17,440
It's huge.

435
00:18:17,440 --> 00:18:20,240
Again, I'll go on the acronym.

436
00:18:20,240 --> 00:18:23,240
I want to talk about that a little bit, the reality of it.

437
00:18:23,240 --> 00:18:26,560
If you need a lawyer, there's certain certification

438
00:18:26,560 --> 00:18:28,760
somebody has to have in order to do that.

439
00:18:28,760 --> 00:18:29,720
We need a doctor.

440
00:18:29,720 --> 00:18:32,240
There's a certain degree and license somebody

441
00:18:32,240 --> 00:18:33,920
has to have in order to do that.

442
00:18:33,920 --> 00:18:38,200
And at the same time, we all know not all doctors

443
00:18:38,200 --> 00:18:39,240
are created equally.

444
00:18:39,240 --> 00:18:43,080
We also know not all lawyers have your best interest

445
00:18:43,080 --> 00:18:44,320
in mind.

446
00:18:44,320 --> 00:18:45,720
Go figure.

447
00:18:45,720 --> 00:18:48,320
You think every lawyer on Earth was the most wonderful person

448
00:18:48,320 --> 00:18:49,520
in the world.

449
00:18:49,520 --> 00:18:51,000
All right, let's get that.

450
00:18:51,000 --> 00:18:52,840
Back to leadership.

451
00:18:52,840 --> 00:18:58,600
Leadership is an unregulated industry, coaching industry,

452
00:18:58,600 --> 00:19:00,560
unregulated industry.

453
00:19:00,560 --> 00:19:03,600
Regulation doesn't fix that.

454
00:19:03,600 --> 00:19:05,600
Doesn't mean I'm opposed to regulation.

455
00:19:05,600 --> 00:19:08,160
In fact, I do think it's important that we audit

456
00:19:08,160 --> 00:19:10,560
and that we understand and pre-qualify.

457
00:19:10,560 --> 00:19:14,360
But we as leaders, those of you visionaries listening in,

458
00:19:14,360 --> 00:19:19,000
it is on you to figure out, how do I pre-qualify

459
00:19:19,000 --> 00:19:21,680
the types of people that I'm going to bring in to learn

460
00:19:21,680 --> 00:19:23,720
about leadership, to learn about marketing,

461
00:19:23,720 --> 00:19:26,080
to learn about sales, to learn about growth.

462
00:19:26,080 --> 00:19:30,200
And that's a very big responsibility

463
00:19:30,200 --> 00:19:31,640
to have on your shoulders.

464
00:19:31,640 --> 00:19:33,080
It can be overwhelming.

465
00:19:33,080 --> 00:19:35,880
But we need to dive into that.

466
00:19:35,880 --> 00:19:38,760
We're not going to solve that reality today.

467
00:19:38,760 --> 00:19:41,880
We're not going to dive in fully on exactly how you do it,

468
00:19:41,880 --> 00:19:44,560
because you just can't do that in 45 minutes.

469
00:19:44,560 --> 00:19:46,520
We'll cover some principles as we keep going.

470
00:19:46,520 --> 00:19:47,360
We'll talk about it.

471
00:19:47,360 --> 00:19:49,480
But I want to know first, Mike, so that we

472
00:19:49,480 --> 00:19:52,080
can get to the heart of who you really help.

473
00:19:52,080 --> 00:19:55,080
What is your vision for those you serve,

474
00:19:55,080 --> 00:19:57,360
and which sectors of leadership?

475
00:19:57,360 --> 00:20:00,920
I have a feeling you don't help people in China

476
00:20:00,920 --> 00:20:04,160
who speak Mandarin teach other leaders how

477
00:20:04,160 --> 00:20:07,840
to help those who speak other dialects.

478
00:20:07,840 --> 00:20:10,520
So what do your audience look like?

479
00:20:10,520 --> 00:20:12,400
Yeah, I speak one language.

480
00:20:12,400 --> 00:20:16,080
I'm impressed by your ability to speak at least two,

481
00:20:16,080 --> 00:20:18,160
because I've sat here and listened to you speak with someone.

482
00:20:18,160 --> 00:20:21,280
But your English and Spanish equally well.

483
00:20:21,280 --> 00:20:23,200
Yeah, you're fantastic at it.

484
00:20:23,200 --> 00:20:25,120
I admire that.

485
00:20:25,120 --> 00:20:30,280
But really, my vision for those I serve, Jackson,

486
00:20:30,280 --> 00:20:37,400
is really helping them see their full potential,

487
00:20:37,400 --> 00:20:41,560
to be awakened to their full potential.

488
00:20:41,560 --> 00:20:43,760
Most people that I work with have

489
00:20:43,760 --> 00:20:48,200
been promoted into a level of leadership or a title

490
00:20:48,200 --> 00:20:49,520
of leadership.

491
00:20:49,520 --> 00:20:51,760
And they have really no understanding

492
00:20:51,760 --> 00:20:52,920
of what leadership is.

493
00:20:52,920 --> 00:20:55,320
And part of that is, is because they haven't been mentored

494
00:20:55,320 --> 00:20:58,800
or coached well along the way, or the models that they followed

495
00:20:58,800 --> 00:21:01,080
weren't great leaders themselves.

496
00:21:01,080 --> 00:21:02,640
I don't know how many times I've heard,

497
00:21:02,640 --> 00:21:04,760
I'll never lead that way when I become a leader.

498
00:21:04,760 --> 00:21:06,640
But yet, they step into that leadership role,

499
00:21:06,640 --> 00:21:09,040
and they lead the same way because it's what they know.

500
00:21:09,040 --> 00:21:13,040
And so really, my vision is to awake people

501
00:21:13,040 --> 00:21:15,720
to what real leadership is, and help

502
00:21:15,720 --> 00:21:18,560
them see their potential in being able to do that,

503
00:21:18,560 --> 00:21:20,280
and then start them on that growth journey.

504
00:21:20,280 --> 00:21:25,040
That's, again, my personal mantra or mission statement

505
00:21:25,040 --> 00:21:27,080
is delivering excellence in leadership

506
00:21:27,080 --> 00:21:28,200
and personal growth.

507
00:21:28,200 --> 00:21:30,680
And so I don't believe in perfection,

508
00:21:30,680 --> 00:21:32,600
but I do believe in a level of excellence.

509
00:21:32,600 --> 00:21:35,880
And I want to help move people to that level of excellence.

510
00:21:35,880 --> 00:21:39,720
I'm serving mostly leaders in the health care hospital

511
00:21:39,720 --> 00:21:43,960
or health care world, which is in desperate need today.

512
00:21:43,960 --> 00:21:47,440
In America, our health care system is in shambles.

513
00:21:47,440 --> 00:21:49,120
It's a mess.

514
00:21:49,120 --> 00:21:52,520
And it's going to take leadership to pull us out of it.

515
00:21:52,520 --> 00:21:54,440
You were talking about regulation earlier.

516
00:21:54,440 --> 00:21:58,000
Health care is the most regulated industry in America,

517
00:21:58,000 --> 00:22:02,040
yet it's in the worst situation it could possibly be in.

518
00:22:02,040 --> 00:22:07,280
And I recommend don't get sick, because we've

519
00:22:07,280 --> 00:22:09,120
got a sick health care system, and it's

520
00:22:09,120 --> 00:22:12,440
going to take leadership to pull people back out of that,

521
00:22:12,440 --> 00:22:13,440
to pull the industry back out of that.

522
00:22:13,440 --> 00:22:15,600
Let's get into the nitty gritty of that.

523
00:22:15,600 --> 00:22:19,480
So my goal is not to throw any business, any industry

524
00:22:19,480 --> 00:22:21,240
under the bus ever.

525
00:22:21,240 --> 00:22:23,440
It's to make sure that we talk about what

526
00:22:23,440 --> 00:22:25,400
needs to be addressed.

527
00:22:25,400 --> 00:22:28,280
And then we address it as responsible human beings

528
00:22:28,280 --> 00:22:28,880
and adults.

529
00:22:28,880 --> 00:22:30,320
So we have the ability to do that.

530
00:22:30,320 --> 00:22:30,880
You're right.

531
00:22:30,880 --> 00:22:32,760
It's in absolute shambles.

532
00:22:32,760 --> 00:22:35,640
14 years ago, I remember people talking

533
00:22:35,640 --> 00:22:38,920
about how amazing our health care was and blah, blah, blah.

534
00:22:38,920 --> 00:22:41,880
And as an adult, that has not been

535
00:22:41,880 --> 00:22:43,480
what I have seen or experienced.

536
00:22:43,480 --> 00:22:47,240
In fact, when my wife had our child, my ex-wife,

537
00:22:47,240 --> 00:22:51,560
we had our youngest child, the hospital did such an awful job.

538
00:22:51,560 --> 00:22:53,320
It was such a nightmare of experience.

539
00:22:53,320 --> 00:22:55,440
They almost killed my wife.

540
00:22:55,440 --> 00:22:57,200
The CEO wrote us an apology letter

541
00:22:57,200 --> 00:23:00,080
and waived the $300,000 that we were

542
00:23:00,080 --> 00:23:01,680
going to have to pay out of pocket,

543
00:23:01,680 --> 00:23:03,720
because she was not a citizen in the United States.

544
00:23:03,720 --> 00:23:05,960
COVID really rocked our world, by the way.

545
00:23:05,960 --> 00:23:08,240
That's a different international story for another time.

546
00:23:08,240 --> 00:23:12,080
But the reality was we were in such an awful situation

547
00:23:12,080 --> 00:23:15,000
with understaffing, with problems going on,

548
00:23:15,000 --> 00:23:17,280
with people who weren't trained up.

549
00:23:17,280 --> 00:23:20,840
It was so pathetic and bad.

550
00:23:20,840 --> 00:23:23,760
And all she wanted was Mexico and what

551
00:23:23,760 --> 00:23:25,840
she had in terms of her health care in Mexico, which

552
00:23:25,840 --> 00:23:30,160
is the exact opposite of what the last generation talked

553
00:23:30,160 --> 00:23:32,560
about and says was a reality.

554
00:23:32,560 --> 00:23:35,200
Well, I'm going to dive into something.

555
00:23:35,200 --> 00:23:37,480
If anybody wants me to, I'll find the research report

556
00:23:37,480 --> 00:23:38,280
I read.

557
00:23:38,280 --> 00:23:41,880
But in the 1970s or 80s, the president

558
00:23:41,880 --> 00:23:45,000
of the AMA, the American Medical Association,

559
00:23:45,000 --> 00:23:47,680
and all the people that were involved

560
00:23:47,680 --> 00:23:51,760
in the process of deciding, do we need more universities

561
00:23:51,760 --> 00:23:53,760
for more doctors?

562
00:23:53,760 --> 00:23:56,080
Should we expand this, because we

563
00:23:56,080 --> 00:23:57,720
might have a shortage someday?

564
00:23:57,720 --> 00:24:00,960
The report that I read talked about how

565
00:24:00,960 --> 00:24:04,680
they were worried that doctors wouldn't make enough money.

566
00:24:04,680 --> 00:24:06,880
They were worried that the supply and demand

567
00:24:06,880 --> 00:24:09,280
was going to grow outside of their favor

568
00:24:09,280 --> 00:24:11,360
and that it was going to kill the desire of people

569
00:24:11,360 --> 00:24:14,080
wanting to become doctors, because there wasn't going

570
00:24:14,080 --> 00:24:16,240
to be enough money to go around to support

571
00:24:16,240 --> 00:24:17,400
the doctors in existence.

572
00:24:17,400 --> 00:24:20,440
Well, they screwed that up bad.

573
00:24:20,440 --> 00:24:21,880
We need a whole lot.

574
00:24:21,880 --> 00:24:23,520
And they were just thinking of America.

575
00:24:23,520 --> 00:24:26,000
There's 8 billion people in this world.

576
00:24:26,000 --> 00:24:29,200
So there is a leadership and an infrastructure

577
00:24:29,200 --> 00:24:31,920
crisis in that industry.

578
00:24:31,920 --> 00:24:34,960
That's one, again, my layman just ringing the bell

579
00:24:34,960 --> 00:24:36,040
a little bit here.

580
00:24:36,040 --> 00:24:39,400
But Mike, maybe feel free to speak against that truth

581
00:24:39,400 --> 00:24:42,960
or that observation of mine, or feel free to speak to it.

582
00:24:42,960 --> 00:24:45,520
What do we do to fix this situation?

583
00:24:45,520 --> 00:24:49,360
Because I think we all know it needs improved.

584
00:24:49,360 --> 00:24:52,200
Yeah, look, I've been working in the health care space

585
00:24:52,200 --> 00:24:56,080
my entire adult life since I was 20 years old,

586
00:24:56,080 --> 00:24:57,680
so 30 plus years now.

587
00:24:57,680 --> 00:25:00,440
And love the industry, love the people in it.

588
00:25:00,440 --> 00:25:01,960
There's great, great people in it.

589
00:25:01,960 --> 00:25:04,800
Unfortunately, and look, I'm saying this from a,

590
00:25:04,800 --> 00:25:06,040
I'm a capitalist, right?

591
00:25:06,040 --> 00:25:10,960
I believe in the opportunity to make money and do

592
00:25:10,960 --> 00:25:12,680
the things I want to do.

593
00:25:12,680 --> 00:25:15,240
But so I say that before I say this,

594
00:25:15,240 --> 00:25:20,040
health care has gotten too driven by money over people.

595
00:25:20,040 --> 00:25:22,280
And I'm a believer that if we take care of people,

596
00:25:22,280 --> 00:25:24,960
the profits will take care of themselves.

597
00:25:24,960 --> 00:25:30,160
And so we've got to get back until we can heal other people,

598
00:25:30,160 --> 00:25:33,080
like the patients, which is what health care is supposed

599
00:25:33,080 --> 00:25:35,760
to do to heal people that have that need.

600
00:25:35,760 --> 00:25:38,080
We've got to heal ourselves internally.

601
00:25:38,080 --> 00:25:40,320
The industry has to heal itself internally.

602
00:25:40,320 --> 00:25:42,440
I wrote a book that I just published

603
00:25:42,440 --> 00:25:45,560
at the beginning of this year, Jackson called

604
00:25:45,560 --> 00:25:46,680
Quit Losing Talent.

605
00:25:46,680 --> 00:25:51,120
And it's a framework for putting systems and processes in place

606
00:25:51,120 --> 00:25:54,840
to take care of people, to attract the right people,

607
00:25:54,840 --> 00:25:57,920
to coach them up, to help them be the best.

608
00:25:57,920 --> 00:26:00,320
Because the number one reason someone

609
00:26:00,320 --> 00:26:04,080
decides to stay with us if they work for us

610
00:26:04,080 --> 00:26:05,960
is do they feel valued?

611
00:26:05,960 --> 00:26:07,640
Do they feel like we care about them,

612
00:26:07,640 --> 00:26:09,240
that we take care of them, that we're

613
00:26:09,240 --> 00:26:11,800
going to help them become the best version of themselves?

614
00:26:11,800 --> 00:26:13,800
And that's where health care has got to get to,

615
00:26:13,800 --> 00:26:19,000
is help every employee become the best version of themselves.

616
00:26:19,000 --> 00:26:20,680
There's plenty of studies out there

617
00:26:20,680 --> 00:26:23,800
that say in any customer service environment,

618
00:26:23,800 --> 00:26:26,760
the customer service or the customer experience

619
00:26:26,760 --> 00:26:30,280
is going to be the result of the employee experience.

620
00:26:30,280 --> 00:26:32,680
If employees have a great experience,

621
00:26:32,680 --> 00:26:35,280
that's going to translate into great customer experience.

622
00:26:35,280 --> 00:26:37,800
And we can talk about companies that do that really well.

623
00:26:37,800 --> 00:26:41,040
But I think the solution is everything rises and falls

624
00:26:41,040 --> 00:26:41,720
on leadership.

625
00:26:41,720 --> 00:26:45,080
My mentor, John Maxwell, said that.

626
00:26:45,080 --> 00:26:46,520
Somebody's got to say, OK, I'm going

627
00:26:46,520 --> 00:26:49,240
to be the leader that changes the way leadership

628
00:26:49,240 --> 00:26:50,640
is done in this industry.

629
00:26:50,640 --> 00:26:53,480
That's kind of what my purpose and passion is every day.

630
00:26:53,480 --> 00:26:55,040
It's what I get up to do.

631
00:26:55,040 --> 00:26:55,760
I love that.

632
00:26:55,760 --> 00:26:59,680
And I'm a big fan of what I've learned from John Maxwell.

633
00:26:59,680 --> 00:27:01,000
I haven't dove deep enough.

634
00:27:01,000 --> 00:27:03,360
I need to keep diving deeper.

635
00:27:03,360 --> 00:27:05,800
I want to bring up the initial, I

636
00:27:05,800 --> 00:27:08,040
want to call it the argument, but the initial debate

637
00:27:08,040 --> 00:27:09,200
that we had.

638
00:27:09,200 --> 00:27:11,120
This is going back to our original conversation

639
00:27:11,120 --> 00:27:15,160
because you've brought up the hiring top talent

640
00:27:15,160 --> 00:27:16,800
and attracting and retaining.

641
00:27:16,800 --> 00:27:18,200
And I've noticed that you've made

642
00:27:18,200 --> 00:27:20,560
some upgrades to your brand, which is awesome.

643
00:27:20,560 --> 00:27:22,440
And we're on this journey learning.

644
00:27:22,440 --> 00:27:25,480
But I think it's very important that we talk about, all right,

645
00:27:25,480 --> 00:27:27,200
what is it people are looking for when

646
00:27:27,200 --> 00:27:32,040
it comes to attracting, rather, if you're

647
00:27:32,040 --> 00:27:34,440
going to attract companies, right, what

648
00:27:34,440 --> 00:27:35,600
are the things that are there?

649
00:27:35,600 --> 00:27:37,280
Now, every industry is different.

650
00:27:37,280 --> 00:27:39,720
So you're going to have some formulas related

651
00:27:39,720 --> 00:27:41,000
to this that are important.

652
00:27:41,000 --> 00:27:41,960
I've got my own.

653
00:27:41,960 --> 00:27:43,720
You got to hear about them a little bit.

654
00:27:43,720 --> 00:27:46,240
Let's just make this a little bit more of a public debate

655
00:27:46,240 --> 00:27:47,800
for everybody's sake to win.

656
00:27:47,800 --> 00:27:53,840
So when it comes to attracting top talent,

657
00:27:53,840 --> 00:27:59,640
my big kicker was the company's got to have a publicly visible

658
00:27:59,640 --> 00:28:03,360
funnel, if you will, a publicly visible process of careers

659
00:28:03,360 --> 00:28:07,400
and job defines, defining the jobs and the culture.

660
00:28:07,400 --> 00:28:09,120
You're not going to attract top talent

661
00:28:09,120 --> 00:28:11,080
if you're not putting that out there publicly,

662
00:28:11,080 --> 00:28:14,040
that that's the type of culture you're building.

663
00:28:14,040 --> 00:28:16,360
But I know you're also adding to that equation.

664
00:28:16,360 --> 00:28:18,880
So I want to hear your thoughts on that.

665
00:28:18,880 --> 00:28:21,880
What can companies do and what should

666
00:28:21,880 --> 00:28:24,160
we be doing to attract top talent in the market

667
00:28:24,160 --> 00:28:26,280
to come and work with us?

668
00:28:26,280 --> 00:28:27,760
I love this subject.

669
00:28:27,760 --> 00:28:29,600
It's one of my strategies in my book.

670
00:28:29,600 --> 00:28:34,120
We teach five tactics of how to attract top talent.

671
00:28:34,120 --> 00:28:37,000
But it really boils down to this, Jackson.

672
00:28:37,000 --> 00:28:41,080
In life, we attract that which we are.

673
00:28:41,080 --> 00:28:44,040
That's just life, right?

674
00:28:44,040 --> 00:28:49,320
If my culture is good, I'm going to attract talent

675
00:28:49,320 --> 00:28:52,920
that wants to be a part of a good culture.

676
00:28:52,920 --> 00:28:55,080
If my culture is terrible, then I'm

677
00:28:55,080 --> 00:28:57,720
going to attract the talent that doesn't

678
00:28:57,720 --> 00:28:59,640
want to be held accountable, that doesn't

679
00:28:59,640 --> 00:29:02,120
want to do a good job, they just want a paycheck,

680
00:29:02,120 --> 00:29:03,640
they want to do the bare minimum.

681
00:29:03,640 --> 00:29:05,880
And so again, I'm not talking about people.

682
00:29:05,880 --> 00:29:08,960
I'm just talking about a culture that attracts people.

683
00:29:08,960 --> 00:29:12,880
And so we have to create a culture that

684
00:29:12,880 --> 00:29:17,360
attracts the type of talent that we want to attract.

685
00:29:17,360 --> 00:29:18,400
Now, how do we do that?

686
00:29:18,400 --> 00:29:20,760
There's a lot of different pieces to put in place.

687
00:29:20,760 --> 00:29:23,880
One, you talked about this funnel.

688
00:29:23,880 --> 00:29:26,000
In most organizations, they use what's

689
00:29:26,000 --> 00:29:28,520
called an applicant tracking system,

690
00:29:28,520 --> 00:29:32,160
which is a fancy word for an internet system

691
00:29:32,160 --> 00:29:33,960
that you put your resume in.

692
00:29:33,960 --> 00:29:37,000
And you begin your lifecycle down that funnel,

693
00:29:37,000 --> 00:29:38,600
and people put their resume in.

694
00:29:38,600 --> 00:29:41,240
And one of the things, there's a term out there

695
00:29:41,240 --> 00:29:44,720
in the marketplace called ghost hires right now, Jackson,

696
00:29:44,720 --> 00:29:47,320
where a company tries to hire somebody

697
00:29:47,320 --> 00:29:49,760
and they won't show up, or they want to interview somebody

698
00:29:49,760 --> 00:29:50,720
and they don't respond.

699
00:29:50,720 --> 00:29:52,000
Well, here's the thing.

700
00:29:52,000 --> 00:29:55,040
You go put your resume into that applicant tracking system

701
00:29:55,040 --> 00:29:58,360
and you don't hear anything from anybody for three, four,

702
00:29:58,360 --> 00:30:00,400
10 days, two weeks.

703
00:30:00,400 --> 00:30:02,680
What are you saying to that individual out there?

704
00:30:02,680 --> 00:30:04,880
We don't care about you.

705
00:30:04,880 --> 00:30:06,640
We only care about you when we need you.

706
00:30:06,640 --> 00:30:09,120
We don't care about you that you've entered our system.

707
00:30:09,120 --> 00:30:14,680
And so one, I recommend every company take a look

708
00:30:14,680 --> 00:30:16,040
at your applicant tracking system.

709
00:30:16,040 --> 00:30:18,560
What is the process to treat people like people,

710
00:30:18,560 --> 00:30:21,160
like human beings, like you value them,

711
00:30:21,160 --> 00:30:24,360
you value their resume, you value their time,

712
00:30:24,360 --> 00:30:27,240
you value their interest in you.

713
00:30:27,240 --> 00:30:29,640
That's valuing people, right?

714
00:30:29,640 --> 00:30:31,360
That's treating people with respect.

715
00:30:31,360 --> 00:30:33,280
Now, when you start running job ads

716
00:30:33,280 --> 00:30:34,760
and putting things out in the marketplace

717
00:30:34,760 --> 00:30:35,840
to create that funnel,

718
00:30:35,840 --> 00:30:38,600
we should be talking about our values as a company,

719
00:30:38,600 --> 00:30:40,880
like highlight your values, not what you do,

720
00:30:40,880 --> 00:30:45,480
because look, I don't know exactly where you live.

721
00:30:45,480 --> 00:30:47,840
Jackson, so I'll just talk about Little Rock, Arkansas.

722
00:30:47,840 --> 00:30:49,200
Texas, man.

723
00:30:49,200 --> 00:30:51,600
Okay, so what city are you in in Texas?

724
00:30:51,600 --> 00:30:54,000
New Braunfels, right between San Antonio and Austin.

725
00:30:54,000 --> 00:30:57,360
So San Antonio, New Braunfels,

726
00:30:57,360 --> 00:30:59,680
and you've got all kind of those little cities.

727
00:30:59,680 --> 00:31:03,200
I bet you there's 10 or 15 kind of hospitals

728
00:31:03,200 --> 00:31:06,440
within a 50 mile radius of where you're at, right?

729
00:31:06,440 --> 00:31:08,240
And so if we talk about healthcare,

730
00:31:08,240 --> 00:31:10,680
all of them do the exact same thing,

731
00:31:10,680 --> 00:31:11,840
pretty much do the same.

732
00:31:11,840 --> 00:31:14,400
Now, one hospital may do heart surgeries

733
00:31:14,400 --> 00:31:16,040
and another hospital may not,

734
00:31:16,040 --> 00:31:18,240
but essentially they all do the same thing.

735
00:31:18,240 --> 00:31:21,040
They're all competing for the same talent.

736
00:31:21,040 --> 00:31:24,360
What makes the difference in attracting top talent

737
00:31:24,360 --> 00:31:26,600
versus all talent?

738
00:31:26,600 --> 00:31:30,800
Well, top talent is interested in your values, your culture,

739
00:31:30,800 --> 00:31:31,760
and what you're gonna do

740
00:31:31,760 --> 00:31:34,040
to help them become the best version of themselves.

741
00:31:34,040 --> 00:31:36,520
So we've got to start talking about that in the marketplace.

742
00:31:36,520 --> 00:31:37,600
Like putting that information,

743
00:31:37,600 --> 00:31:39,040
don't be, instead of putting,

744
00:31:39,040 --> 00:31:42,160
hey, we have an opening for our eight to 11 shift

745
00:31:42,160 --> 00:31:46,680
or a three to 11 shift on the third ward of the hospital.

746
00:31:46,680 --> 00:31:47,800
Will you come work for us?

747
00:31:47,800 --> 00:31:49,760
I mean, every other hospital is doing that too.

748
00:31:49,760 --> 00:31:51,720
So you're attracting the same type of talent,

749
00:31:51,720 --> 00:31:53,520
not the top talent.

750
00:31:53,520 --> 00:31:57,040
So again, we could go real deep into some of these things.

751
00:31:57,040 --> 00:31:59,400
We get real tactical in the work that we do,

752
00:31:59,400 --> 00:32:01,680
but if we wanna start attracting top talent,

753
00:32:01,680 --> 00:32:05,000
we have to become a top organization culturally.

754
00:32:05,000 --> 00:32:07,920
We have to be an organization that develops our leaders

755
00:32:07,920 --> 00:32:10,320
because if you attract top talent,

756
00:32:10,320 --> 00:32:13,240
the number one reason that people decide to stay or go

757
00:32:13,240 --> 00:32:15,520
is does their leader value them?

758
00:32:15,520 --> 00:32:16,760
Does the leader care about them?

759
00:32:16,760 --> 00:32:19,560
If you're not developing your leaders to care about people,

760
00:32:19,560 --> 00:32:21,320
to take care of people, to develop people,

761
00:32:21,320 --> 00:32:23,760
you're gonna experience high turnover rates.

762
00:32:23,760 --> 00:32:25,800
Man, I've got organizations I'm working with right now

763
00:32:25,800 --> 00:32:29,440
that are experiencing 50, 60, 80% turnover right now

764
00:32:29,440 --> 00:32:30,920
in their first year hires.

765
00:32:30,920 --> 00:32:32,720
That is ridiculous.

766
00:32:32,720 --> 00:32:35,520
Brother to brother, can I put you on the spot?

767
00:32:37,800 --> 00:32:38,640
Absolutely.

768
00:32:38,640 --> 00:32:40,720
Because man, I love what you're doing.

769
00:32:40,720 --> 00:32:42,960
I know you have all the essence,

770
00:32:42,960 --> 00:32:45,480
but where on your website are your values?

771
00:32:46,720 --> 00:32:49,040
On my website?

772
00:32:49,040 --> 00:32:51,160
Yeah, so if you go to...

773
00:32:52,000 --> 00:32:53,680
Where is that about page?

774
00:32:53,680 --> 00:32:56,680
To about us or about Harbor Resources.

775
00:32:56,680 --> 00:32:58,040
Let me jump on there real quick.

776
00:32:58,040 --> 00:32:58,880
I can't find it.

777
00:32:58,880 --> 00:32:59,720
Okay.

778
00:32:59,720 --> 00:33:02,840
And that's where I'm like,

779
00:33:02,840 --> 00:33:04,680
that's all I want.

780
00:33:04,680 --> 00:33:06,720
So if you believe the same thing I do,

781
00:33:06,720 --> 00:33:08,280
and you have an optimization plan,

782
00:33:08,280 --> 00:33:09,640
you have a optimization there, right?

783
00:33:09,640 --> 00:33:11,840
You go to ours, I've got to update ours a little bit too,

784
00:33:11,840 --> 00:33:13,480
but I'm with you, man.

785
00:33:13,480 --> 00:33:14,560
Like that's a...

786
00:33:16,080 --> 00:33:18,840
So Jackson, that was there like last week.

787
00:33:18,840 --> 00:33:20,280
So I've had some, as you mentioned,

788
00:33:20,280 --> 00:33:21,960
I've had some updates on my website,

789
00:33:21,960 --> 00:33:26,000
and that link is missing.

790
00:33:26,000 --> 00:33:29,440
So if you go to, if you just click on...

791
00:33:30,840 --> 00:33:34,000
If you click on the,

792
00:33:34,000 --> 00:33:37,080
just click on the training tab at the top,

793
00:33:37,080 --> 00:33:38,960
you can get the tools and training tab,

794
00:33:38,960 --> 00:33:42,400
and then you go to services, Harbor Resources team.

795
00:33:43,600 --> 00:33:44,920
That should be...

796
00:33:44,920 --> 00:33:46,960
Okay, so we'll get that back on there.

797
00:33:46,960 --> 00:33:48,160
Got it.

798
00:33:48,160 --> 00:33:50,240
I've had some updates, but anyway, there's my values.

799
00:33:50,240 --> 00:33:51,480
If you click on that...

800
00:33:52,960 --> 00:33:54,280
Okay, there we go.

801
00:33:54,280 --> 00:33:55,280
The Harbor, oh, that's cool.

802
00:33:55,280 --> 00:33:56,440
You use the acronym on it too.

803
00:33:56,440 --> 00:33:57,280
Thank you.

804
00:33:57,280 --> 00:33:59,640
I want to pull it up and look at it while we talk.

805
00:33:59,640 --> 00:34:03,520
So like, man, I had a feeling you probably updated that too,

806
00:34:03,520 --> 00:34:06,240
when you went through the process of...

807
00:34:06,240 --> 00:34:09,000
Yeah, you did put me on the spot,

808
00:34:09,000 --> 00:34:10,680
because I'm like, no, it's there, man.

809
00:34:10,680 --> 00:34:11,520
But yeah.

810
00:34:11,520 --> 00:34:12,360
Oh man, you delivered.

811
00:34:12,360 --> 00:34:13,200
It was cool.

812
00:34:13,200 --> 00:34:14,200
You could have either gotten offended,

813
00:34:14,200 --> 00:34:16,040
or you could have been like,

814
00:34:16,040 --> 00:34:18,680
oh man, I really, you know, that's a good point, Jax,

815
00:34:18,680 --> 00:34:19,920
and I should probably get ours on there.

816
00:34:19,920 --> 00:34:21,560
Or in this case, you're like, nope, I got it.

817
00:34:21,560 --> 00:34:24,640
We just need to re-prioritize where it's at

818
00:34:24,640 --> 00:34:25,800
on the website, perhaps.

819
00:34:25,800 --> 00:34:27,240
But that's awesome, man.

820
00:34:27,240 --> 00:34:31,880
Honorable, achievement-focused, reliable, balanced,

821
00:34:31,880 --> 00:34:33,880
opulent-minded, ooh, that's a fun word,

822
00:34:33,880 --> 00:34:35,560
united and resolved.

823
00:34:35,560 --> 00:34:38,440
And you got the behavioral principles on here as well.

824
00:34:38,440 --> 00:34:40,640
And you know, anybody who's like, well, wait a second,

825
00:34:40,640 --> 00:34:42,640
why are you guys getting into all the woo?

826
00:34:43,640 --> 00:34:48,200
The woo, I mean, we're talking about the basics of life

827
00:34:48,200 --> 00:34:51,200
that some of us care about and other people don't.

828
00:34:51,200 --> 00:34:52,880
And so if you don't care about those things,

829
00:34:52,880 --> 00:34:56,000
then no, you wouldn't belong in the type of culture

830
00:34:56,000 --> 00:34:57,920
that Mike's team is creating.

831
00:34:57,920 --> 00:34:58,960
I mean, we're the type of culture

832
00:34:58,960 --> 00:35:00,440
that first-class business is creating.

833
00:35:00,440 --> 00:35:03,720
You gotta, those values help us filter

834
00:35:03,720 --> 00:35:06,400
the types of people we wanna work with

835
00:35:06,400 --> 00:35:08,560
when we actually care about the values

836
00:35:08,560 --> 00:35:09,800
and pay attention to them.

837
00:35:09,800 --> 00:35:11,640
You got something hot, Mike, go ahead.

838
00:35:11,640 --> 00:35:13,360
Yeah, well, what I was gonna say, Jackson,

839
00:35:13,360 --> 00:35:16,240
is if you don't have, look, every person,

840
00:35:16,240 --> 00:35:18,920
every person has values.

841
00:35:18,920 --> 00:35:19,760
Yes.

842
00:35:19,760 --> 00:35:21,440
They may not know what they are,

843
00:35:21,440 --> 00:35:24,440
but they know them when they feel them, right?

844
00:35:24,440 --> 00:35:28,200
And if you hire somebody because they have a credential

845
00:35:28,200 --> 00:35:30,360
behind their name or they have some experience

846
00:35:30,360 --> 00:35:32,200
or because they're a warm body,

847
00:35:32,200 --> 00:35:35,800
and they're not a match for your values,

848
00:35:35,800 --> 00:35:38,280
you will know it within the first 48 hours

849
00:35:38,280 --> 00:35:39,960
of working with that person.

850
00:35:39,960 --> 00:35:41,640
You will know that you've made a mistake.

851
00:35:41,640 --> 00:35:45,080
So I teach companies, I teach leaders to hire people

852
00:35:45,080 --> 00:35:48,360
based on values matched, not skill set.

853
00:35:48,360 --> 00:35:50,320
We can teach skill set, okay?

854
00:35:50,320 --> 00:35:53,000
But we need to hire, we need to create interviews

855
00:35:53,000 --> 00:35:56,320
around our values and try to do our best

856
00:35:56,320 --> 00:35:58,480
to find people that are a values match.

857
00:35:58,480 --> 00:36:00,080
Now, why is that important?

858
00:36:00,080 --> 00:36:03,560
I shared a little bit about my life, my story.

859
00:36:03,560 --> 00:36:05,880
I grew up in a home that was violent

860
00:36:05,880 --> 00:36:08,920
and destructive and abusive.

861
00:36:08,920 --> 00:36:10,680
And so when I left home,

862
00:36:10,680 --> 00:36:12,960
I struggled with trusting other people

863
00:36:12,960 --> 00:36:15,600
early in my life, my adult life, right?

864
00:36:15,600 --> 00:36:17,720
And if I go to an organization, Jackson,

865
00:36:17,720 --> 00:36:18,960
let's just say I come to work for you

866
00:36:18,960 --> 00:36:20,720
and trust is one of your values.

867
00:36:20,720 --> 00:36:21,720
Let's do it.

868
00:36:21,720 --> 00:36:24,720
If you grew up in a home that was stable

869
00:36:24,720 --> 00:36:27,320
and you could trust your parents and everything was great,

870
00:36:27,320 --> 00:36:29,840
and I grew up in a home like I grew up in,

871
00:36:29,840 --> 00:36:33,000
our value of trust is gonna be completely different.

872
00:36:33,000 --> 00:36:35,040
So there's gonna be a mismatch there

873
00:36:35,040 --> 00:36:37,000
and you're gonna wonder why and I'm gonna wonder why.

874
00:36:37,000 --> 00:36:40,520
So we need to start having those discussions

875
00:36:40,520 --> 00:36:42,360
early in the interview process about,

876
00:36:42,360 --> 00:36:44,040
hey, here's what trust means to us.

877
00:36:44,040 --> 00:36:46,880
And working for them, here's for you.

878
00:36:46,880 --> 00:36:47,720
Go ahead.

879
00:36:47,720 --> 00:36:48,960
It's a combine effect.

880
00:36:48,960 --> 00:36:51,280
You know, if you wanna go to Harvard,

881
00:36:51,280 --> 00:36:53,040
there's an entire application process

882
00:36:53,040 --> 00:36:56,040
that pulls that stuff out in advance.

883
00:36:56,040 --> 00:36:57,760
And Harvard had to become attractive enough

884
00:36:57,760 --> 00:36:59,120
to get students all over the world

885
00:36:59,120 --> 00:37:02,000
to start wanting to make that application happen.

886
00:37:02,000 --> 00:37:04,240
So the interview process, you're too late, man.

887
00:37:04,240 --> 00:37:06,280
If you're trying to scale a business

888
00:37:06,280 --> 00:37:07,760
and that's where that's starting,

889
00:37:07,760 --> 00:37:10,840
then you're wasting a bunch of time.

890
00:37:10,840 --> 00:37:14,720
And it's by refining these processes

891
00:37:14,720 --> 00:37:17,320
that is gonna allow our leaders to rise up at scale

892
00:37:17,320 --> 00:37:20,160
for the ones who want to rise up at scale.

893
00:37:20,160 --> 00:37:24,600
So consider that what Mike is saying is absolutely true

894
00:37:24,600 --> 00:37:27,520
and how do you then implement that

895
00:37:27,520 --> 00:37:30,040
at the more front end level of what you're doing

896
00:37:30,040 --> 00:37:32,480
so that the people who are coming through

897
00:37:32,480 --> 00:37:35,240
actually like made some effort to want to get in

898
00:37:35,240 --> 00:37:37,560
and talk to you about that process.

899
00:37:37,560 --> 00:37:40,680
The recruiting process begins long before,

900
00:37:40,680 --> 00:37:42,680
you know, the recruiting process requires

901
00:37:42,680 --> 00:37:45,240
putting some information out to attract people

902
00:37:45,240 --> 00:37:46,080
to come towards you.

903
00:37:46,080 --> 00:37:47,120
And I know Mike knows this,

904
00:37:47,120 --> 00:37:50,400
but in a podcast, we're trying to simplify that down

905
00:37:50,400 --> 00:37:54,320
so that all businesses, large and small,

906
00:37:54,320 --> 00:37:57,440
can evaluate how can you implement these systems

907
00:37:57,440 --> 00:38:00,360
or these types of processes within your own brands.

908
00:38:00,360 --> 00:38:01,960
Any further thoughts on that?

909
00:38:01,960 --> 00:38:03,880
Yeah, no, you're absolutely right.

910
00:38:03,880 --> 00:38:05,640
It really begins with your job ad.

911
00:38:05,640 --> 00:38:07,280
I mean, your job ad should speak

912
00:38:07,280 --> 00:38:10,520
to the type of person they need to be.

913
00:38:10,520 --> 00:38:11,720
You know, so when I run an ad

914
00:38:11,720 --> 00:38:14,080
for someone to come work for me,

915
00:38:14,080 --> 00:38:16,360
you'll be a fit if, and you, you know,

916
00:38:16,360 --> 00:38:20,000
there's some if statements, if you believe in this,

917
00:38:20,000 --> 00:38:23,760
if you can do this, if you wanna do these things.

918
00:38:23,760 --> 00:38:27,160
So again, we teach people how to write ads that matter,

919
00:38:27,160 --> 00:38:30,960
right, versus, hey, we have this open position

920
00:38:30,960 --> 00:38:32,080
for an accountant.

921
00:38:32,080 --> 00:38:33,960
Do you wanna work as an accountant for us?

922
00:38:33,960 --> 00:38:36,560
I mean, it begins way before, as you said,

923
00:38:36,560 --> 00:38:38,000
the interview process.

924
00:38:38,000 --> 00:38:39,560
It'll be fun when we get to the point

925
00:38:39,560 --> 00:38:41,360
where we start running job ads.

926
00:38:41,360 --> 00:38:43,080
First class business is not there yet.

927
00:38:43,080 --> 00:38:46,760
You know, that's something that I know is on the horizon.

928
00:38:46,760 --> 00:38:49,360
What we strive to combine that with though

929
00:38:49,360 --> 00:38:51,880
is a solid front end base where,

930
00:38:51,880 --> 00:38:53,200
if you go to our website guys,

931
00:38:53,200 --> 00:38:55,600
you'll see there's a join our team page.

932
00:38:55,600 --> 00:38:58,640
That join our team page has depicted the types of people

933
00:38:58,640 --> 00:39:00,880
that we're constantly on the lookout for,

934
00:39:00,880 --> 00:39:02,680
that we constantly want to always imply.

935
00:39:02,680 --> 00:39:04,600
Now let's counter that.

936
00:39:04,600 --> 00:39:07,880
And the sales department, there's a lot of theory

937
00:39:07,880 --> 00:39:10,520
and there's some good practice in never,

938
00:39:10,520 --> 00:39:13,560
never saying you're hiring for a sales position

939
00:39:13,560 --> 00:39:16,040
because you want the sales people to be hungry enough

940
00:39:16,040 --> 00:39:17,840
to come in and just say, hey,

941
00:39:17,840 --> 00:39:20,360
oh, I'm ready to go to work with you guys.

942
00:39:20,360 --> 00:39:23,160
In the car salesman world, that may work well.

943
00:39:23,160 --> 00:39:26,160
In the people and relationships business,

944
00:39:27,440 --> 00:39:31,200
people who are healthy do not force their way in

945
00:39:31,200 --> 00:39:32,280
to situations.

946
00:39:32,280 --> 00:39:35,240
There's a healthy boundaries that exists

947
00:39:35,240 --> 00:39:36,280
is in that relationship.

948
00:39:36,280 --> 00:39:38,960
Marketing people, they're usually not going

949
00:39:38,960 --> 00:39:42,320
to aggressively apply for an opportunity.

950
00:39:42,320 --> 00:39:43,160
Why?

951
00:39:43,160 --> 00:39:44,600
Because the whole essence of marketing

952
00:39:44,600 --> 00:39:47,280
is to attract people to want to buy.

953
00:39:47,280 --> 00:39:50,800
And so if you want to attract a great marketing executive,

954
00:39:50,800 --> 00:39:54,760
then on your business website, you got to have,

955
00:39:54,760 --> 00:39:58,640
what would attract a great marketing executive to say,

956
00:39:58,640 --> 00:40:01,240
okay, cool, they're doing things the way

957
00:40:01,240 --> 00:40:02,620
that I would want to do things.

958
00:40:02,620 --> 00:40:05,600
I'm not going to come in and be spit back out

959
00:40:05,600 --> 00:40:07,960
within three months because I got some over-aggressive

960
00:40:07,960 --> 00:40:11,280
entrepreneur or team that has unhealthy demands

961
00:40:11,280 --> 00:40:13,280
with how marketing is actually supposed to go.

962
00:40:13,280 --> 00:40:16,600
So again, pick up what you can out of what I said

963
00:40:16,600 --> 00:40:17,920
as visionary leaders out there,

964
00:40:17,920 --> 00:40:20,720
understanding that you can apply these types of principles

965
00:40:20,720 --> 00:40:23,800
to the front end of your attraction process

966
00:40:23,800 --> 00:40:27,320
because I think, and I think this goes hand in hand

967
00:40:27,320 --> 00:40:31,080
with what you said, Mike, most businesses fail

968
00:40:31,080 --> 00:40:35,600
to create a clear vision and they fail to create a culture

969
00:40:35,600 --> 00:40:39,300
people want to belong to and they fail to then attract

970
00:40:39,300 --> 00:40:42,920
the leadership that can come in and take great care

971
00:40:42,920 --> 00:40:45,120
of all of the people they're supposed to serve.

972
00:40:45,120 --> 00:40:47,320
But if you create a great vision,

973
00:40:47,320 --> 00:40:50,720
you create a great culture and you bring great leaders in,

974
00:40:50,720 --> 00:40:53,200
then your customers are going to get served

975
00:40:53,200 --> 00:40:54,320
with everything they want and need

976
00:40:54,320 --> 00:40:56,240
and you are going to be able to sustain that.

977
00:40:56,240 --> 00:40:58,880
And that's what we're trying to get through people's heads

978
00:40:58,880 --> 00:41:01,680
is start focusing on this stuff.

979
00:41:01,680 --> 00:41:02,880
Yeah.

980
00:41:02,880 --> 00:41:07,880
Yeah, I'm one of the tools that we help companies create

981
00:41:08,000 --> 00:41:11,160
is a who scorecard and most businesses,

982
00:41:11,160 --> 00:41:15,560
most hiring managers start is what do we need?

983
00:41:15,560 --> 00:41:16,880
Not who do we need, right?

984
00:41:16,880 --> 00:41:20,400
And what we try to teach is who do you need?

985
00:41:20,400 --> 00:41:21,880
Like who's going to be a good fit?

986
00:41:21,880 --> 00:41:25,120
Who's going to be able to do this?

987
00:41:25,120 --> 00:41:26,960
What character do they bring?

988
00:41:26,960 --> 00:41:29,120
What are their values going to be?

989
00:41:29,120 --> 00:41:32,480
And who would fit what it is that we're looking for?

990
00:41:33,480 --> 00:41:38,480
And so that requires forethought, Jackson,

991
00:41:39,760 --> 00:41:42,200
before you ever run the ad

992
00:41:42,200 --> 00:41:45,120
or before you ever have your first interview,

993
00:41:45,120 --> 00:41:49,160
you should be really clear on who would be a fit,

994
00:41:49,160 --> 00:41:53,240
not what credentials and experience they need to have.

995
00:41:53,240 --> 00:41:55,600
Because we can teach,

996
00:41:55,600 --> 00:41:59,440
like you can teach people to do your job.

997
00:41:59,440 --> 00:42:02,200
You can't teach them who to be.

998
00:42:02,200 --> 00:42:04,120
You just can't teach them that.

999
00:42:04,120 --> 00:42:04,960
No.

1000
00:42:04,960 --> 00:42:06,920
Not at scale.

1001
00:42:06,920 --> 00:42:08,600
Not right in the beginning.

1002
00:42:08,600 --> 00:42:11,800
I love that you're making room for the fact that we can,

1003
00:42:11,800 --> 00:42:16,360
but it's a very, very investment heavy process.

1004
00:42:16,360 --> 00:42:17,200
Yeah.

1005
00:42:17,200 --> 00:42:21,640
I mean, you got to be willing to invest for years

1006
00:42:21,640 --> 00:42:25,200
and you got to be a great coach to be able to do that, right?

1007
00:42:25,200 --> 00:42:30,200
If you're wanting to teach someone who to be,

1008
00:42:30,600 --> 00:42:32,720
like if you're really wanting to develop them

1009
00:42:32,720 --> 00:42:36,360
in that regard, that is going to take you a year,

1010
00:42:36,360 --> 00:42:38,240
two years, three years to be able to do that.

1011
00:42:38,240 --> 00:42:39,320
And when you're hiring somebody,

1012
00:42:39,320 --> 00:42:41,840
the question is, do you need them to produce

1013
00:42:41,840 --> 00:42:43,680
in the first 90 days or do you need them

1014
00:42:43,680 --> 00:42:45,000
to produce three years from now?

1015
00:42:45,000 --> 00:42:48,360
So that helps you determine how long

1016
00:42:48,360 --> 00:42:50,280
of a runway you give somebody, right?

1017
00:42:50,280 --> 00:42:51,120
Yeah.

1018
00:42:51,120 --> 00:42:53,360
And if you need to produce in the first 90 days,

1019
00:42:53,360 --> 00:42:55,400
then check yourself.

1020
00:42:55,400 --> 00:42:57,400
What in the heck did you do to put yourself

1021
00:42:57,400 --> 00:43:00,120
in a position where you need results like that?

1022
00:43:00,120 --> 00:43:03,080
That's a toxic reality in and of itself.

1023
00:43:03,080 --> 00:43:05,520
Sounds scary, but I'm not trying to call you out

1024
00:43:05,520 --> 00:43:07,200
as much as I'm trying to say.

1025
00:43:07,200 --> 00:43:09,120
There's some other mindset shifts as a leader

1026
00:43:09,120 --> 00:43:11,400
that you may want to consider going through

1027
00:43:11,400 --> 00:43:14,080
in order to create a healthier environment

1028
00:43:14,080 --> 00:43:15,520
for the next 90 days.

1029
00:43:15,520 --> 00:43:17,560
I love this, the Who scorecard.

1030
00:43:17,560 --> 00:43:19,640
I wish I had come up with that term.

1031
00:43:19,640 --> 00:43:21,920
I really do like that's awesome.

1032
00:43:21,920 --> 00:43:22,740
Tell us about it.

1033
00:43:22,740 --> 00:43:25,440
And before you really, before you do or as you do,

1034
00:43:25,440 --> 00:43:27,280
I want to point out, again,

1035
00:43:27,280 --> 00:43:29,480
I'll go back to our page as a model, right?

1036
00:43:29,480 --> 00:43:32,280
We made very, we knew from the beginning,

1037
00:43:32,280 --> 00:43:34,160
our team is your team.

1038
00:43:34,160 --> 00:43:36,120
We wanted to plant the seed of helping entrepreneurs

1039
00:43:36,120 --> 00:43:38,920
understand that we are here as a team with you,

1040
00:43:38,920 --> 00:43:41,640
not at you for you or separate then.

1041
00:43:41,640 --> 00:43:43,880
And two, putting people first.

1042
00:43:43,880 --> 00:43:45,440
And then this thing needs moved.

1043
00:43:45,440 --> 00:43:47,840
This isn't, this shouldn't be here anymore, right?

1044
00:43:47,840 --> 00:43:49,040
And then down below that though,

1045
00:43:49,040 --> 00:43:52,320
you talked about Who scorecards for us,

1046
00:43:52,320 --> 00:43:55,520
love, patience, persistence, consistency, reliability.

1047
00:43:55,520 --> 00:43:57,760
Those are the values that we measure for.

1048
00:43:57,760 --> 00:44:01,640
Those are what makes up the Who of what we're after.

1049
00:44:01,640 --> 00:44:04,640
I'm curious though, how did you create this Who scorecard

1050
00:44:04,640 --> 00:44:06,920
and what does it do?

1051
00:44:06,920 --> 00:44:10,820
Yeah, so, you know, when you, the Who scorecards,

1052
00:44:10,820 --> 00:44:14,020
I actually capitalized the core, C-O-R-E

1053
00:44:14,020 --> 00:44:15,380
as part of that score.

1054
00:44:15,380 --> 00:44:18,420
And what we're really doing is the,

1055
00:44:18,420 --> 00:44:21,220
we need to identify who people are at their core, right?

1056
00:44:21,220 --> 00:44:23,020
So when you think about your values,

1057
00:44:23,020 --> 00:44:24,520
you just shared with others,

1058
00:44:24,520 --> 00:44:27,920
do they love people at their core, right?

1059
00:44:27,920 --> 00:44:32,100
And, and, and you, we want to identify that

1060
00:44:32,100 --> 00:44:33,220
in the interview process,

1061
00:44:33,220 --> 00:44:35,260
because if they don't have a genuine love for people,

1062
00:44:35,260 --> 00:44:37,060
they're not going to be a fit for first-class

1063
00:44:37,060 --> 00:44:38,380
business culture.

1064
00:44:38,380 --> 00:44:40,060
Doesn't mean they won't be a fit somewhere else.

1065
00:44:40,060 --> 00:44:41,620
They're just not a fit for you, right?

1066
00:44:41,620 --> 00:44:45,860
So the Who scorecard, literally, it's, it's, it's,

1067
00:44:45,860 --> 00:44:49,380
it's a tactic that probably is the most labor intensive

1068
00:44:49,380 --> 00:44:52,380
in our quit losing talent framework.

1069
00:44:52,380 --> 00:44:55,260
But it forces the leader to sit down and think about

1070
00:44:55,260 --> 00:44:58,780
all of the things, the job, the position that we're hiring

1071
00:44:58,780 --> 00:45:02,500
for is going to require, all of the values

1072
00:45:02,500 --> 00:45:04,560
and what those values and behaviors,

1073
00:45:04,560 --> 00:45:07,020
because really it's not enough just to have a value word

1074
00:45:07,020 --> 00:45:07,860
like love.

1075
00:45:07,860 --> 00:45:10,180
What does love mean to first-class business?

1076
00:45:10,180 --> 00:45:13,220
Like how would we define that in our business

1077
00:45:13,220 --> 00:45:16,100
and what behaviors model that, right?

1078
00:45:16,100 --> 00:45:19,980
So, and, and then we take, once we have that information,

1079
00:45:19,980 --> 00:45:24,980
Jackson, we create interview questions around those values

1080
00:45:25,060 --> 00:45:28,220
and behaviors, and we're listening for who people are

1081
00:45:28,220 --> 00:45:29,040
at their core.

1082
00:45:29,040 --> 00:45:31,120
And when we ask really like you're doing today,

1083
00:45:31,120 --> 00:45:33,060
when you ask really deep questions,

1084
00:45:33,060 --> 00:45:36,460
you really find out is this person like a, you know,

1085
00:45:36,460 --> 00:45:40,340
a foot deep and a mile wide or a mile deep, right?

1086
00:45:40,340 --> 00:45:43,380
We, do they have a character that's going to last

1087
00:45:43,380 --> 00:45:44,900
within our organization?

1088
00:45:44,900 --> 00:45:47,300
And that's really what we're after is we're hiring

1089
00:45:47,300 --> 00:45:50,540
the character, the core of an individual.

1090
00:45:50,540 --> 00:45:53,500
You can have somebody, you and I started out this episode,

1091
00:45:53,500 --> 00:45:54,980
we're talking about credentials.

1092
00:45:54,980 --> 00:45:57,680
I'll slide with it real quick, just to reveal a little bit,

1093
00:45:57,680 --> 00:46:02,180
that foundation of love, those pillars that are on it,

1094
00:46:02,180 --> 00:46:06,340
patience is love, persistence is love,

1095
00:46:06,340 --> 00:46:09,820
consistency is love, so is reliability, right?

1096
00:46:09,820 --> 00:46:12,100
There are four of the many virtues that go

1097
00:46:12,100 --> 00:46:13,060
into that definition.

1098
00:46:13,060 --> 00:46:15,700
So I'm all I'm trying to articulate to everybody

1099
00:46:15,700 --> 00:46:19,220
who's listening is yes, Mike is absolutely right

1100
00:46:19,220 --> 00:46:20,060
on this concept.

1101
00:46:20,060 --> 00:46:22,620
Like that is a very, very important reality for us.

1102
00:46:22,620 --> 00:46:24,660
If it's just a poster, right?

1103
00:46:24,660 --> 00:46:27,900
If it's just a word and you don't talk about it as a team

1104
00:46:27,900 --> 00:46:31,620
and you don't come to cultivate, like how does this apply

1105
00:46:31,620 --> 00:46:33,180
to the different things that we're doing?

1106
00:46:33,180 --> 00:46:34,420
It ain't going to stick and it's not going

1107
00:46:34,420 --> 00:46:35,620
to do anything for you.

1108
00:46:35,620 --> 00:46:38,460
But when it becomes a premise of everything that you do

1109
00:46:38,460 --> 00:46:40,880
and that you stand for and you're able to be accountable

1110
00:46:40,880 --> 00:46:44,180
to those core values, now you're actually shifting

1111
00:46:44,180 --> 00:46:46,460
the entire reality of what's taking place

1112
00:46:46,460 --> 00:46:49,100
on a day-to-day basis with the company itself.

1113
00:46:49,100 --> 00:46:54,020
So I wish I had had the scorecard because it took me,

1114
00:46:54,020 --> 00:46:57,320
you know, 12 long years to figure out the hard way

1115
00:46:57,320 --> 00:46:58,160
how to do that.

1116
00:46:58,160 --> 00:47:00,880
I didn't have the type of core we have today.

1117
00:47:00,880 --> 00:47:02,460
It took trial and error to figure it out.

1118
00:47:02,460 --> 00:47:05,020
So if you're new to this stuff, definitely consider looking

1119
00:47:05,020 --> 00:47:07,180
at what Mike's got with this, who's scorecard

1120
00:47:07,180 --> 00:47:08,640
and what you can learn about it.

1121
00:47:08,640 --> 00:47:10,680
Mike, I know we're running really short on time.

1122
00:47:10,680 --> 00:47:13,720
We're over today, but I would love for you to come back.

1123
00:47:13,720 --> 00:47:15,460
And I'd love to dive into some of the deeper,

1124
00:47:15,460 --> 00:47:16,840
the other question, I shouldn't say deeper,

1125
00:47:16,840 --> 00:47:19,780
but there's some really, really big ones that we hadn't,

1126
00:47:19,780 --> 00:47:21,460
we just didn't get to cover today.

1127
00:47:21,460 --> 00:47:23,940
Mike, the powerful lesson, would you be open to that?

1128
00:47:23,940 --> 00:47:24,820
Absolutely, yeah.

1129
00:47:24,820 --> 00:47:28,360
Love the discussion and anytime we can help others,

1130
00:47:28,360 --> 00:47:29,620
that's really what it's all about, man,

1131
00:47:29,620 --> 00:47:31,300
is just serving the world.

1132
00:47:31,300 --> 00:47:32,660
And I don't have all the answers,

1133
00:47:32,660 --> 00:47:35,860
but I do love sharing, you know, some of my experience

1134
00:47:35,860 --> 00:47:38,520
and knowledge with other people so that they can,

1135
00:47:38,520 --> 00:47:41,780
whether they ever come, invite me into their business

1136
00:47:41,780 --> 00:47:44,860
or their leadership or not, that's not what I do this for.

1137
00:47:44,860 --> 00:47:45,860
I just want to help people.

1138
00:47:45,860 --> 00:47:50,020
So yeah, whatever we can do to make it happen, we'll do it.

1139
00:47:50,020 --> 00:47:51,900
Guys, Mike doesn't have all the answers,

1140
00:47:51,900 --> 00:47:53,700
but he's got a ton of them.

1141
00:47:53,700 --> 00:47:54,960
This is a lot of fun.

1142
00:47:54,960 --> 00:47:56,060
Thank you so much for being here.

1143
00:47:56,060 --> 00:47:58,300
And in the action steps below, we'll put links

1144
00:47:58,300 --> 00:48:00,660
to the different ways you can get in touch with Mike

1145
00:48:00,660 --> 00:48:03,260
and also dive into these resources and learn more

1146
00:48:03,260 --> 00:48:04,740
about what he's putting down in the world.

1147
00:48:04,740 --> 00:48:07,860
Down below that, we'll also have that list of resources,

1148
00:48:07,860 --> 00:48:10,540
all these awesome books, podcasts,

1149
00:48:10,540 --> 00:48:13,940
and the things that have helped Mike and I

1150
00:48:13,940 --> 00:48:16,640
get to where we are at in our life.

1151
00:48:16,640 --> 00:48:18,120
My hope is that you're not trying to get

1152
00:48:18,120 --> 00:48:19,820
to where Mike and I are.

1153
00:48:19,820 --> 00:48:22,500
I hope you're just trying to become your best self

1154
00:48:22,500 --> 00:48:24,420
and do the best that you can with your vision

1155
00:48:24,420 --> 00:48:26,220
and realize that people like us are here

1156
00:48:26,220 --> 00:48:28,900
to support you in the process and try to help you pull off

1157
00:48:28,900 --> 00:48:30,940
the great things that will serve other people.

1158
00:48:30,940 --> 00:48:32,460
So if you're a vision pro and you also

1159
00:48:32,460 --> 00:48:34,500
want to join us in the top right corner,

1160
00:48:34,500 --> 00:48:36,860
you're going to see a button that says Be Our Guest.

1161
00:48:36,860 --> 00:48:38,940
If you've got a vision to help people with growth,

1162
00:48:38,940 --> 00:48:39,700
you've got a vision.

1163
00:48:39,700 --> 00:48:41,300
I shouldn't say help people with growth.

1164
00:48:41,300 --> 00:48:42,820
You've got a vision that is designed

1165
00:48:42,820 --> 00:48:44,820
to serve others out there, that is going

1166
00:48:44,820 --> 00:48:46,780
to make a difference in this world.

1167
00:48:46,780 --> 00:48:49,020
I don't care if you're brand new, day one, thinking, man,

1168
00:48:49,020 --> 00:48:49,500
I want to do this.

1169
00:48:49,500 --> 00:48:50,580
Come and interview with me.

1170
00:48:50,580 --> 00:48:52,620
Come and see if you want to show up on the show

1171
00:48:52,620 --> 00:48:53,660
and talk about it.

1172
00:48:53,660 --> 00:48:56,380
Or you may be at the Mike Harbor stage

1173
00:48:56,380 --> 00:48:58,540
where your vision's massive and you've helped lots of people

1174
00:48:58,540 --> 00:49:00,380
and you've been doing this for 30 years.

1175
00:49:00,380 --> 00:49:01,940
We've got to spread the word, my friends.

1176
00:49:01,940 --> 00:49:03,380
We've got 8 billion people to help.

1177
00:49:03,380 --> 00:49:06,180
And we can't do that by hiding the value and the wisdom

1178
00:49:06,180 --> 00:49:06,980
that we've gained.

1179
00:49:06,980 --> 00:49:09,300
We do that by sharing our experience with the world.

1180
00:49:09,300 --> 00:49:10,340
So we appreciate you.

1181
00:49:10,340 --> 00:49:11,840
We'll see you on the next episode.

1182
00:49:11,840 --> 00:49:14,100
Mike, I'll give you the final word, my friend.

1183
00:49:14,100 --> 00:49:18,460
Calum, Jackson, Calum, thank you for what you're doing.

1184
00:49:18,460 --> 00:49:20,960
Thank you for the opportunity to share with your listeners,

1185
00:49:20,960 --> 00:49:21,900
your audience.

1186
00:49:21,900 --> 00:49:23,020
Love your vision, man.

1187
00:49:23,020 --> 00:49:25,060
And I've learned a lot from you just today

1188
00:49:25,060 --> 00:49:26,300
and watching how you operate.

1189
00:49:26,300 --> 00:49:27,500
So thanks a lot.

1190
00:49:27,500 --> 00:49:28,540
Absolutely, my friend.

1191
00:49:28,540 --> 00:49:29,900
We will see you guys in the next show.

1192
00:49:29,900 --> 00:49:31,340
Thank you for being here today.

1193
00:49:31,340 --> 00:49:33,740
I'm really happy that you tuned in to Vision Pros Live.

1194
00:49:33,740 --> 00:49:36,380
I'm looking forward to seeing your reactions

1195
00:49:36,380 --> 00:49:38,620
as these episodes continue to move forward.

1196
00:49:38,620 --> 00:49:40,340
This is going to get more and more fun.

1197
00:49:40,340 --> 00:49:42,180
We'll have more and more engagement as well.

1198
00:49:42,180 --> 00:49:44,260
We'll invite people to participate in the show.

1199
00:49:44,260 --> 00:49:46,660
And thank you for giving us your time and attention.

1200
00:49:46,660 --> 00:49:49,340
Have an excellent time building out your vision.

1201
00:49:49,340 --> 00:49:53,300
And we'll see you next time.